Human Resource
JISCO recognizes the values and rights of man. We always respect and guarantee equal legal rights and interests of all employees in terms of employment, remuneration and benefits, training and development, etc. We show our respect, recognization and well treat to every employee, which is reflected in protecting their legitimate rights and interests, delivering a platform for growth and development, establishing diversified training institutions, and creating a healthy and safe working environment. A warm working atmosphere encourages all employees to grow together with JISCO.
Employee Profile
JISCO strictly abides by relevant laws and regulations to create a fair and just employment environment for our employees. We have formulated an Operation Management Manual and set up strict rules and regulations in many areas such as working hours, compensation, benefits and performance, reflecting Jiu’s attitude of respecting the legitimate rights and interests of employees and our fair human resource management philosophy. All four bases of JISCO have passed ISO 45001 occupational health and safety management system and carry out annual internal audits in accordance with this management system standard to actively protect the rights and interests of employees. The company publishes the Management Standard for Labor Risk Prevention. We strictly eliminate child labor, do not engage in forced labor, and strive to eliminate employment discrimination. To avoid the use of child labor, we review the identification documents of new employees to ensure that all employees are of legal employment age.
We will not discriminate labor against personal characteristics such as gender, disability, ethnicity, geography, religion, etc., so as to ensure a diverse and fair corporate culture. As of December 31, 2020, the percentage of minorities in the company is 2.1%. We continue to recruit talents who share our beliefs through social recruitment and campus recruitment. In view of the future staffing shortage, we adopt the “dual system” 6 talent training model, build a wide range of cooperation platforms with institutions, expand the scale and specialties of joint training between enterprises and schools, and carry out targeted talent training.
Compensation and Benefits
JISCO actively builds a salary system that is “competitive externally and fair internally”. We strictly follow the national and local regulations on salary management, establish a standard system for salary, develop an operational mechanism to continuously improve employees’ income, provide competitive salaries for employees, advocate rewards based on value contributions, and ensure that employees receive compensation corresponding to their labor.
JISCO enhances the sense of belonging and cohesion of employees through thoughtful welfare care, and builds a highly loyal workforce. We implement a multi-level insurance and welfare system to meet the needs of employees and improve their quality of life. In addition to national and local government regulations, we pay all kinds of social insurance premiums and other national statutory benefits on time and in full, we also have corporate independent benefits. In terms of leave, employees enjoy all statutory holidays according to the law and are provided with paid leave, wedding leave, maternity leave and personal leave.
Renting a Home:
- Rental subsidies: lower the application criteria; increase the subsidy standard
- Increase of settlement fee
Medical Eexamination and Recuperation:
- Supplementary physical examination: increase the special examination
of the brain, digestion, heart, blood, etc. - Self-directed exercise:
1. adjust the function of the venue with the needs of employees;
2. optimize the social operation of the venue to provide better service - Trial convalescence and recuperation
Old-age Security:
- Adjust upward annuity contributions
- Optimize the way of receiving annuity
The Security of Health:
- Accidental comprehensive insurance value-added service: provide accompanying service for expatriate workers’ family
- Employer’s comprehensive insurance: employees should compensate workers who are disabled and dead in working.
In order to encourage employees to develop together with the company and motivate those who make outstanding contributions to the company, we build and continuously improve medium and long-term incentive mechanisms, including equity incentives for outstanding key employees, profit-sharing plan, bonuses for technological innovation talent contribution, incentive plan for value creation team, etc.
JISCO always focuses on talents training, upholds the concept of joint development of enterprise and employees, and is committed to motivating the continuous growth and development of employees.
Talent Development
Career development:
JISCO continues to build a smooth career development channel for employees, providing diverse career development opportunities for different types of talents. We clarify the development for each class of positions and help employees achieve career development by setting career development levels, establishing qualification standards, and conducting qualification evaluations and counseling. JISCO has three career categories: skilled personnel, technical personnel, and management personnel.
Staff Training:
JISCO is committed to cultivating more high-quality talents by establishing a complete staff training system and designing diversified training courses to maximize the potential of employees and help them grow together with the company. We collect training needs through on-site research and online collection of the learning and training module system. We work to develop training plans, and regularly carry out training programs for professional skills, management skills, and innovation skills.
Health and Safty
We give priority to make sure the safety of workers. We are committed to keeping workers’ bodies and minds sound when working, and at the same time, improving productivity is also prominent.
Occupational Health and Safety Management System
We put efforts to establish a sophisticated occupational health and safety management system, which is the basis for reducing employee safety risks. We strictly abide by the laws and regulations such as the Law of the People’s Republic of China on Work Safety, the Law of the People’s Republic of China on Prevention and Control of Occupational Diseases and the Measures for the Management of Production Safety Accident Emergency Plans, and formulate the Occupational Health Management Procedures, the Management Procedures for Labor Protection Supplies, the Management Procedures for Employees’ Off-duty Rest and Recuperation in Occupational Diseases Hazardous Positions, the Management Procedures for Reporting and Investigation and Treatment of Safety Accidents, and the Management Measures for Supervision and Inspection of Labor Protection and other management measures to set standardized management measures for the occupational health and safety of all employees.
We have clarified the standards for the configuration and use of personal protective equipment, and equipped, established and maintained occupational health files as required, regularly tested and evaluated occupational disease, and conducted occupational health checkups for those exposed to occupational disease. During the reporting period, 100% of occupational health checkups are available for our employees, and no one has the occupational disease.
Care for Employees
JISCO is committed to creating a culture of caring for employees by means of formulating and implementing employee health care programs, focusing on improving the physical and mental health of employees, protecting the lives of employees, providing protection for employees of economic difficulties through the rational use of resources, and organizing various activities to enhance the satisfaction and happiness of employees at work. The union prepares condolence products for employees on holidays and carries out the caring activities of “Sending warmth in winter and coolness in summer” with the change of seasons. For employees in difficulties, we have formulated the Management System of Sending Warmth to Employees in Difficulties, set up subsidies for difficulties, medical aid for major diseases, financial aid for education. We have organized “one-day donation” activities to provide assistance to our employees when they are
in the difficulty and need help. During the report, we planned to implement a series of practical projects to care for employees, including insulating working meals, independent recuperation
for employees, making use of non-working days to organize group trips, establishing an “online reading” platform, and offering special care for overseas employees during the epidemic, etc. The warmth is brought to the employees so that they can feel the warmth of “home”.
